Managing Talent in 2022: Keys for Success in the New Year
Guests: Sherri Bartels, Director, HCM Product Strategy and Aman Desouza, Senior Director, Risk Cloud Strategy – Oracle
Sponsored by: Oracle
This week, we spoke with Sherri Bartels and Aman Desouza about people data security and new advancements at Oracle.
– Importance of people data security
– Latest updates to Advanced HCM Controls and how they build on the existing solution’s capabilities
– Why enhanced data security is important to HR leaders and what they should be thinking about in the current compliance landscape
– How the Advanced HCM Controls are used, and how they fit into the rest of the Oracle HCM solution
To learn more, click here
Thank you Sherri and Aman, for joining the show today! Remember to subscribe to the HR Happy Hour wherever you get your podcasts.
Welcome to the HR Happy Hour Show with Steve and Trish. Trish, I have a question for you.
Of course you do. What’s the question of the day my friend?
Countries are opening up. Travel is picking up again. Even international travel. If I could say to you, you have an all expenses paid trip to see any famous world landmark of your choice, which are you choosing?
Oh, my goodness. It’s funny, because it’s not a place that I actually plan to go. But I would love to see the Great Wall. I love China. I love traveling to China. But I’ve no desire to go to Beijing, other than to see the Great Wall.
I have seen it. I’ve climbed up on it.
Is it worthy?
Yeah, it was quite nice. I loved it. I don’t know that I’d go back. I was there in July, that particular year in Beijing. And it was maybe the hottest and sweatiest I’d ever been in my life climbing up. They take you up there, at least where I was they take you up on kind of a ski lift kind of contraption but that’s only part of the way and then there was a lot of climbing after that to actually get get up to where the fun part is.
There’s no VIP Greatwall experience or something I could do?
I didn’t buy that package. I guess maybe there is I don’t know. It was alright.
What about you? Where would you go?
I looked through a list of a number of these after I thought about the question. There’s so many I think I would have something to do with artwork, museum. So I think I picked the Sistine Chapel. I’ve never seen that, now I think that’d be cool. Could photo ops.
Can I change my answer? That sounds better than my answer.
You can change, we can edit it out. Well, we’ll edit all this out later.
I’ll tell you what, though, my kids, I told them we could go international for their graduation trip from high school. So they graduate. I have twins graduating in May. And they wanted to go to London. So I’m hoping that that’s what we do. But again, lots of museums, right? There are a ton of great museums in London. So we might pop over to Paris.
Yeah. Speaking of data security, Trish, which you weren’t, it’s time now to pivot to the actual show. Alright, let’s say that we have a great show today on a topic that is really, really important. And we’ve got some friends of ours from Oracle today joining us to talk about actually a very, I mean, serious, but important and I think super interesting topic around people data and people data security, and it’s one we have not really talked about a lot. We’ve talked about everything you could talk about on this show and to 13 years or however long we’ve been doing it. We’ve not touched on data security all that much. And I actually think it’s something that needs to be talked about a little bit more. So and we’re going to talk about today with a couple of our friends from Oracle. So let’s welcome them to the shell. First, we’re super excited to welcome Sherri Bartels, she is the Director of HCM product strategy at Oracle. Sherri leads product strategy for Oracle Cloud HCM workforce management applications, and has held past positions leading product strategy for both the E business suite and the PeopleSoft HCM applications. Sherri, how are you today?
Sherri Bartels 3:39
I’m great, Steve, thank you so much. Trish, it’s really great to be here. Thank you.
Awesome to have you here. And Sherri, at the end of the show. I’m going to try to book you for my other podcast, E business suite memories, because I will be four hours on that I could talk.
I would, I loved EBusiness Suite.
I still love it.
Sherri Bartels 4:01
Lots of stories there, that’s for sure.
And also we’re excited to welcome Aman Desouza. He’s a Senior Director of Risk cloud strategy at Oracle. Aman interacts with hundreds of customers each year about transformations that solve their application security, risk management and compliance challenges. Aman, welcome to the show. How are you?
Aman Desouza 4:20
Thank you. Thank you, Steve. Hi, Trish.
Hello. Welcome to the show.
Great to see you. So yeah, we want to talk about data security, right. I’m gonna try to be nice here. But there’s been some incidents in our industry, some data breaches, right, really high profile incidences. There’s been problems in the past even that were only sort of indirectly related to HR tech, but with really sensitive employee data getting leaked out into the world and lots of really lots of bad actors out there. We know that for sure. Oracle’s recently announced some enhancements to the HCM Cloud Suite, specifically around Data security and risk management and Sherri, I’ll start with, you could maybe talk a little bit about just the topic of people data, data security, and why that’s really something that HR and HR tech folks really need to take a lot more seriously than perhaps we have in the past.
Sherri Bartels 5:21
Yeah, absolutely. USo if you think about, like, what’s happened in the last couple of years with, with the pandemic, and organizations having to shift the way that they do business, and many of them, you know, this has caused them to expedite their moves to the cloud. And with that comes a whole new way of managing security, and many weren’t prepared, they didn’t have a good security plan in place, if you will. And so you know, then, and many don’t really understand the differences with security in the cloud, and who actually owns security in the cloud. And so there’s a couple of things. So there’s that. And then there’s also the way that people are doing business and the workforce is, is working from different places than they were before, more people working from home or other locations. Also working in different roles in the company, maybe perhaps, because there’s a shortage of labor, they’re having to work multiple roles. And so, you know, with all that your HR data needs to be flexible enough and agile enough to accommodate all that, which it can, but it also needs to make sure that while these things are happening, that security is upheld.
Sherri Bartels 6:52
And so in terms of understanding the you know, who owns the responsibility of cloud security, it’s just a shared responsibility. And so, while Oracle has been a leader in data security for more than 40 years, you know, we we’ve always taken a security first approach, and we try to help our customers to do the same, it is a shared responsibility. So we we provide the Oracle Cloud infrastructure that really provides this barrier around our cloud applications to help keep everything inside protected. And then we also provide the security tools that then our customers need to leverage to, to implement properly, in order to, you know, protect not only from the outside in, but also the inside out, because the majority, there’s the all the surveys out there, say like the majority of breaches that occur actually occur from the inside of an organization. So people that have the right, you know, they have privileged access to access data, that perhaps they shouldn’t.
Yeah. Sherri, thank you for that, I’d like to maybe get your thoughts on just data security in the cloud enterprise data security in the cloud, say contrast to maybe the old ways we might have thought about data security, perhaps if we were running custom applications, or even even even off the shelf applications that were run on premise, right, which still, there’s still some customers out there doing this, right. And many of us came up in that environment. And I know, I know, this is different, right? They’re not exactly the same. And you you mentioned, you’ve kind of played on both sides of this a little bit too, right across across ERP and HCM, etc, I’d love for you to just maybe share a little bit about just Cloud Data Security more specifically.
Aman Desouza 8:52
Absolutely. So on premise or, you know, when, when customers had their data on on their own site, right, they had much better control, and it was their responsibility, a lot of these things were their responsibility to control, right, because the machines were on their site, who has access to those machines, all of that was their responsibility with the cloud. As a vendor, Oracle takes on a lot more responsibility, because, you know, the machines are on our site. And so and we do it, we take care of that security in ways that an individual customer or one organization where that’s not their primary business, right, so we can do it far better. The issue is that last bit, who actually has access to your systems and what access do they have, right? For instance, you want wouldn’t want the same sort of access for somebody in finance versus somebody in HR? Right? different issues. In finance, you got financial data being exposed. With HR, you got HR data, you wouldn’t want the same person to be able to, let’s say, hire an employee, and then pay that employee, because that creates a risk for the organization. That’s just not, you know, a healthy risk to take. It’s an unnecessary risk day, right.
Aman Desouza 10:20
And now, with people working virtually, right, and COVID, certainly accelerated that. Plus the world is digital people are working off their phones off their laptops, that virtualization was there before COVID accelerated and it’s here to stay. Right. So now, those people are not on your site, either. And if one of them is breached, essentially, your organization is breached. Right? So yes, you have a lot of insider threats. But also you don’t want necessarily anybody to know, who can hire an employee, or who can pay an employee. Because then somebody, they become a target now, write a target for attack. And it’s a it’s a team effort. It’s a collaborative effort, we as a vendor have to do our part. But we also know that customers have to do their part. And that’s not trivial, right? Especially when you’ve got 1000s of employees around the world in different places. And they may have different access, you want to monitor that. And to do that manually, it’s not trivial. In fact, it’s virtually impossible. Right? So what we’ve done is we’ve provided tools that basically enable our customers to do that monitoring, in an automatic fashion, automated using AI, to help monitor who has access to what, and what’s really new, and we really excited about this is that now they can detect anomalies. Okay, so, so we were already helping with monitoring of user access, monitoring of user activity. But now we have that additional layer where we can actually flag if someone’s, let’s say, accessing HR data outside your typical hours, which might indicate a higher risk and immediately flagged for someone’s attention to investigate.
So thank you for for both of you for explaining that. Because, again, I’m trying to think back to, you know, having been an EBS user, right, and how things worked back in the day. To now it’s, you know, it’s interesting. You’re, it’s not just those external thoughts, but you both kind of touching on there are some some of that internal threats, right, that that come along. And I know in the release, where you know, what was kind of going through all of the different potential threats, it says, including suspicious employee activity, and I was wondering, like, what would that flag so amount it sounds like then. So it could even be someone on the HR team, it could be someone on your payroll team could be a leader, right? If they have certain access, I didn’t really even think about accessing at a different time of day, which might be fine, right? Maybe they’re just up in the middle of night decided to work. But if you started seeing patterns, I, I definitely have not had it in my career where I could have any sort of tool that would give me that, what does that look like? And this will go to whoever is the most appropriate to answer this as the end user, right? Who’s getting to monitor this? What does that look like for me? Is it a dashboard? I have is that a report I receive automatically that sort of saying, here are the anomalies? How does how does this actually work for the end user?
Aman Desouza 13:39
So what it looks like is you you prioritize the risks, and we actually have a set of risks that we recommend you consider strongly, right. And then you deploy these rules. And they essentially, continuously monitor your system, and flag anything that’s unusual, right? So you don’t have to flag every user accessing. And you don’t have to worry about that. Right? The tool finds anomalies for you based on your rules, and brings them to your attention. So it’s alerts notifications, so that you can then investigate and decide whether that’s an issue that, you know, warrants action, or whether it’s something expected that because of what you know about your organization, right? And because of that, you can really sleep at night because the machine is working for you. Right that AI behind the scenes is working for you and helping you have trust and confidence in your in your systems and building that trust across the enterprise right for employees for employers, for instance. I certainly don’t want my information breached. And I want to know that my organization my employer, is doing what they can to protect that, I also want to know that should I get breached, and someone do something internally on behalf of me, right, having breached my access, that the organization will flag, right. So it really builds trust both ways for the employees for the enterprise, and builds that confidence around your systems, and that you have good solid control around who has access to your systems, to your HR to very sensitive private data there, and what they’re doing with that data.
Sherri Bartels 15:33
Yeah, and if I can add some of the real world examples of these anomalies that we’re now looking for, focus around like, time and frequency. So, you know, is somebody accessing data on the weekend when they normally don’t do that? And if so, why, you know, and for particular data, right sensitive data, it is somebody accessing the data from a different location than they normally do, or perhaps like from two different geographical locations. And so you know, that’s just something that maybe should be investigated.
For a second, that’s a really good one and a powerful example, because I was thinking about, I don’t know, just pick your E commerce site that you like, I feel like, if I ever access, I don’t want to name any, I don’t know, they all do it. But whatever, some shopping site, right, and if I access it normally at home, and that’s where I do my Insta carting, or Amazon, or whatever I do, and then I happen to be traveling, maybe. And I try to access that same ecommerce. And it’s coming in on a different location, a different IP or whatnot. And then I boom, I get flagged, right? Hey, you this isn’t we don’t recognize this machine or something like that, right. And you’ve got to do some authentication, maybe a two factor thing, or whatever it is. I’m not aware that that type of thing ever existed before for sensitive employee data inside the organization, either that kind of really active kind of authentications, or just even flagging these incidences to administrators, like you’re talking about? Sure. I think that’s really, really important to know, like, we sort of expect that in our normal lives, but we really need to expect better kind of security around our people data, too, I think.
Sherri Bartels 17:23
Yeah. You know, it’s funny, because, yes, you know, with the things that are happening in our world today, i Yesterday, I went down to the ATM and pulled out a pretty good sized amount of cash. You know, just to have it on hand, just in case anything strange happens. I know call me crazy. But anyway, so when I did it, because I don’t, I usually don’t carry cash around. So I net like, I probably can’t even tell you when I last went to the ATM. And so I thought, like, are they gonna like close? My, you know, put a stop on my counter? or what? But yeah, same kind of thing?
Well, I think it gives it gives the employee and the employer comfort, right? So the minute you kind of allude to that it’s it’s definitely feeling like, trust and feeling like you can not worry that your data is going to just be easily accessible, right? I guess anything could happen. Right? But just reducing that chance, and it’s probably something I don’t know, as an HR leader, I don’t know, I spent a ton of time thinking about maybe because on premise, it was maybe I’m thinking like, oh, the IT team has it right, they’ve got this under control, or, you know, if we even had a risk and security, you know, group or something but, but now it feels good. I think it empowers your HR leaders to or whatever business leader, right, because this does go across wider than just HCM. But it empowers your business leaders to feel very confident, which is a good thing I would think to and let me know, either one of you, if you’ve if you’ve heard any of these stories that I would think to you know, we’re talking about, you know, a war for talent still right, and try and retain your best people. I would think that would be something you could even bring up in an interview, like, hey, we we use systems to where we are very particular about the way that your data is secured while you’re an employer and employee here. I don’t know. I feel like there’s all different kinds of use cases for data security, do you see that I’m on and in some of the clients that use Oracle and, and are experiencing these security data?
Aman Desouza 19:29
We’ve got, we’ve got about six different use cases that we target and they they cut across user access and activity. It starts with you know, things like financial integrity, your payroll, making sure. Payroll integrity, right. So there isn’t a ghost employee situation where someone’s used access to create an employee who doesn’t exist, but is now getting paychecks. So there’s a financial implication to it. There is a private data implication to it privacy laws. Now, formalizing around the world, right and Europe, the GDPR, in, in the US that CCPA. And a variety of other jurisdictions are imposing privacy laws, but it’s really the right thing to do to maintain an employee’s data as private and treated that way respected, right. So you’re able to do that there’s compliance issues around Sarbanes Oxley or internal controls over financial reporting. There’s just process integrity and assurance, right. So from cyber threats, yes, the IT team will be will care about this. But in today’s world, cyber threats, and cybersecurity is not just an ID issue, it cuts across the C suite, every, you know, every part of the organization needs to care and do their part.
Aman Desouza 20:47
So it’s really about maintaining integrity throughout the hire, to retire process, right end to end, from the private data of the people you are, you know, candidates through the recruiting process, and what happens to that data, employees and their payroll, and their, you know, diamond labor, that sort of stuff. And then all the way to what happens, you know, when they retire or exit organization, when they go through career transitions? Does the access evolve through that transition? Right? So let’s say I move from my current role to a different role, has my access changed? Or as somebody? Or do you know, somebody in a new role start accessing information that they should no longer have access to? Right? And just keeping up with that? Around the world employees are global, right? Organizations global, they could be working from home remote, you have to keep up with that. And it’s not trivial. So the power of the stool is to allow people to sleep at night and do the most important things that they need to do. While this runs in the background and takes care of, you know, keeping things secure.
Yeah. Yeah, it’s, I mean, there’s a, there’s a lot of interesting stories, and some sort of sad ones, right around data breaches. Almost exclusively, though, right? Coming from these kind of insider threats, if you will, I don’t know if you remember, a few years ago, the Sony Pictures, remember that one, the data hack from Sony Pictures, and all these movie stars, salaries getting released in their bonuses, and whatnot. And it wasn’t because someone broke into whatever HR system they were using, I don’t know what it was, it was because someone went into the HR system, and downloaded all kinds of compensation data, and then sent it on an email, right? And then the emails got hacked, right, eventually. And then this data became a public data. So I guess I’m telling you that story just because what it was interesting, but too, it’s there’s an element of kind of internal, I don’t know, awareness, training, best practices, etc, etc, that must accompany I think, any kind of HR system migration to the cloud, or even just if you’re not migrating, you’re there now. But I think it’s easy. I think it’s been easy for some organizations to think, Okay, I’ve moved my HR and payroll systems to the cloud. Now, my vendors taking care of security for me, and I don’t have to worry about it so much anymore. And I don’t think that’s the case at all. So maybe Aman or Sherri could comment a little bit about just kind of internally, what HR leaders should really be thinking about in terms of making sure that their teams and their employees are aware of of these potential reaches and threats that that often come from inside the organization.
Sherri Bartels 23:42
Yeah, so you know, as a, as a cloud vendor, focused on making sure our customers data is secure. We work with our customers, systems integrators to make sure that they understand our capabilities and how to best implement them. And one of the great capabilities that Oracle advanced HCM controls has is to assist in the implementation process. So right off the bat, as soon as like a customer is starting to implement Oracle Cloud HCM. Because it’s part of HCM. As they’re looking at how they’re going to assign their different roles and responsibilities. Our solution can be working in the background to say like, Hey, wait a minute, I don’t think you should really be making that move right now, you know, you should really be separating out these responsibilities because you’re giving too much power here, for example, to you know, hire somebody and do a quick pay and payroll. And so you know, that that can just lend way to having a ghost employee and money is being funneled somewhere. And so, right off the bat as soon as you know the customers implementing along with their systems integrator, we’re helping them with best practices, we have a library of different rules and, you know, things that they can take advantage of as they’re implementing. And then even later down the road, you know, as the organization changes, and they need to delve out new roles and responsibilities, the system is still there with them. And it’s still saying like, Hmm, probably not the best. You know, at the end of the day, they may have a valid business reason for giving that much power to anyone person. But at least they’re aware that, oh, this is a potential risk. And, you know, maybe we ought to have other checks and balances in place if we need to allow this.
Yeah, that’s, that’s a good example, because I think we all run into it sounds like, I mean, you could start out quite innocently, right. You’re not thinking about having someone do something nefarious, but you put those those things in place, and now all of a sudden, maybe you hire someone else. And they do. So it’s, yeah, and and I think too, the longer you work somewhere, you forget sometimes how you’ve set certain things up, and what the checks and balances are, if there are any. So I think it’s nice to have kind of these alerts and these notifications to prompt you to rethink these on a more regular basis to because again, to Steve’s earlier point, from a consumer perspective, we have these a lot of the other, you know, technologies we use in our daily life. But from a work perspective, we don’t always have those little nudges and those notifications. So I like that it’s that way I like it’s very, just very forward thinking, maybe when I’m in my role, and I’m not in that mode, right? Every single day. So that’s, it’s really good. What kind of feedback are you getting him on? Are you I know, you work across the entire, you know, the higher systems, their systems and controls? What type of feedback do you get from clients when they understand the level of security that you provide to them?
Aman Desouza 27:10
When they understand it, and when they get it? The answer is almost unanimous. Why didn’t we do this before? Right? They wish they had when they were when they were looking for a HCM system, they wish they had used it and asked for it right upfront, right? Some of them when they first learn about it, they’re a little unsure about whether they need it or not. But the more they think about and the more they have conversations within the organization, they realize that what the tool does, is actually not happening in their organization today. And it’s a wide open gap. Right? So it’s falling somewhere between the chairs of you know, HR, or technology or finance, right. And then when they adopted, it really ramps up their maturity around cybersecurity very quickly. Because before they don’t know what they don’t know, right. So it’s blissfully unawares. But the moment this shines a light on, you know, user access and activity, and what’s happening and sort of starts percolating up potential risks. Now, all of a sudden, they are aware, and, and then, you know, gradually, it really helps them ramp up their maturity level very quickly. They start out with a handful of controls, and quickly as they bring those incident bounce down and mitigate those risks, they layer on and on and start getting a solid assurance around their HR process.
Yeah, that’s got to be a good feeling. I again, I’m thinking like, I just don’t know that I in my career, I really spent that much time thinking about it. But now I feel like gosh, I should I should have. And Sherri, to your point earlier, we’ve got people working all over the globe now. Right from locations that are so different. So just that much more opportunity, I think for things to maybe go wrong.
Aman Desouza 29:09
Absolutely. Yeah, there’s a paradigm shift to it’s several different this technology has evolved, right. So now this is possible, which would have been very expensive before. So also, technology is evolved on the other side, the people hacking in the technology is involved for employees. They’re virtualized now, right before they have to come in now they don’t have to anymore. threats have evolved. The pandemic has, you know, driven a wedge through society that the haves and the have nots. And so the motivation for, you know, male actors has been has spiked. So there’s a there’s a lot of things going on in parallel that are really driving awareness and highlighting the need for this product.
Last one for me, I think I’ll share these new features, these advanced HCM controls that you guys recently announced, are these just kind of, I don’t want to oversimplify, but kind of just turn it on they they and they’ll start working for you right away. Is that Is it a is a lot to sort of consider and set up for a customer experience point of view, or is it something that, hey, enable this capability? And, you know, it’s and it’s there?
Sherri Bartels 30:31
Yeah, actually, I’ll let him on take that one. Because I think he can explain the setup process a little bit better than I can.
Aman Desouza 30:36
But, sure. So the answer Steve is yes and no. So yes, the tool is actually super easy to turn on. And use, okay. You can literally have a controller up and running within a day within hours, okay. Okay. But most, most customers are likely to need guidance, okay? Because you need to know how it, the tool is very powerful, right. And so what you don’t want to do is flood yourself with incidents that you then don’t know how to manage. So you really want to take a risk based approach and prioritize the most critical risks, right?
You don’t necessarily want a whole bunch of like false positives, if you will, right? If exactly, you don’t want to set up the alert, say, Oh, if someone logged in at 5:01pm, maybe like red flag that right?
Aman Desouza 31:28
Exactly, you don’t want to boil the ocean for a cup of tea, right, you waste a lot of energy, and you’d never get your cup of tea. So you really want to target it on wherever your highest risks are, start there, get that taken care of move down, right. So you want to rank order. And, you know, implementation partners are very savvy now with the product, they know what to do, they can guide you through the process and get you really fast time to value.
Yeah, I love it. And you I might I just want to say kind of reiterate, you did say that it’s not something that is the as the buyer, or the customer that you have to come up with these lists on your own, you said Oracle does have sort of lists that you will provide to whether that’s through your implementation partner or to the the customer themselves, right to kind of again, guide you down the path, it’s not like you’re having to imagine what your biggest risks even are, you would know that from, you know, all the 1000s and 1000s of customers you deal with on a daily basis, right? So you’re gathering all that data, and then you’re giving it to your customers to do with what they want, if it fits their scenarios?
Aman Desouza 32:35
Absolutely there. We call them a library of best practice controls that you can get started with. And that’s the fastest way to get your system assurance, right. But then you can also do custom controls, right? Things that are tuned for your business, that maybe you know, you’re in a specific industry or your org structures very specific, that you need something unique, a risk that you were concerned about, you can do that, too. So it’s very versatile.
This is really good stuff. I love it. I’m glad we got a chance to talk a little bit about data security and sort of managing risk and kind of some of the ways that Oracle’s is kind of moving the needle on this right to try to protect it, man, I’m gonna tell you what, if the organization loses control of its people’s data that is so bad, all the way around, and, you know, as your reputation as an employer, right, the spirit and engagement of the employees themselves as they’re going through this, the news media, or quite frankly, I’ll get all over it, honestly, in this day and age, and it’s it’s something that that will be awful to recover from. And it’s kind of like, yeah, embarrassing.
Very, and it’s just hurtful. You know, when you think again, we I said earlier, something about retention. I mean, your employees want to work somewhere where they feel cared for and where they have trust in what better way to take care of your employees by making them feel safe and secure, and that they’re not at risk.
We will share some links in the show notes to where folks can learn more about the these new capabilities the from the Oracle Cloud HCM suite. Sherri, last question. I promise I’m gonna say it. I was E business suite 10.4, that was my first that was my first experience. What do you remember yours? What number?
Sherri Bartels 34:25
Gosh, I’m trying to remember. I don’t remember. It’s funny because I remember my last release with PeopleSoft was released nine.
Are you guys are funny. We’re in the weeds.
I know. That’s a good signal. We should probably wrap up. So we want to thank our friends Sherri Bartels and Aman Desouza from Oracle, sharing the news about these new capabilities that we definitely want folks to check out. It’s really an important step but it’s one that it’s imminent. To us, right? Data security and data integrity are just huge issues for HR and for HR tech professionals. And it’s important that you’re working with a provider that has devoted a lot of time and attention to those to those issues as well. So again, we’ll put links to the show notes as well and sharing them on thanks so much for spending some time with us today.
Sherri Bartels 35:20
Thank you, Trish. Thank you, Steve. It was our pleasure to be here. Thank you.
Aman Desouza 35:24
Thank you both.
All right, having us good stuff. Trish, I know you love this, like deep data, HR, geeky stuff.
I do. I do you know why I do, because it’s important, like being in Human Resources is challenging, right? Even. And it gets, you know, we’re talking about it gets more and more challenging with all of these different changes in our world every single day now. So I this this is provides relief. Again, if I’m a listener, and I’m a practitioner, this would provide relief. It also we say this a lot on the show. It gives you something to go back and talk with your team with about a topic for your own training. Right. So definitely will like you said we’ll put show links in the show notes around where to go for more information, but please use the the Oracle website to provide resources for these discussions with your your team.
All right, good stuff. We will leave it there. Thank you to our guests again, Trish for you for our guests. My name is Steve Boese, thanks for listening to the HR Happy Hour Show. Please remember to subscribe and you can find all the show archives of course at HRHappyHour.net. Thanks so much for listening. We will see you next time. Bye for now.
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